What you probably already know: Leanin.org and McKinsey & Co.’s 11th-annual Women in the Workplace study paints a disturbing picture of gender equity in corporate America. After years of admittedly small gains, companies are pulling back and progress for women appears to be unraveling. Only half of companies now prioritize women’s career advancement, while 20% say it’s not really a priority at all. It’s even worse for women of color. Women overwhelmingly support remote and hybrid work opportunities for better work-life balance, but mandatory return-to-office policies are becoming more commonplace. Companies are also cutting back on formal sponsorship and career development programs with content tailored for women.
Why it matters: One of the most striking findings involved the lack of ambition among women themselves. For the first time in the study’s history, women are less likely than men to want a promotion, especially among entry-level and senior women, in no small part because of a loss of support, including fewer sponsorship opportunities, fewer “stretch” assignments and a lack of training. However, when women do receive career support (think mentorship, supportive managers and challenging assignments) the ambition gap disappears. “Companies that prioritize gender diversity see bigger gains,” it notes. “For companies that lost focus this year, 2026 should be the year of recommitting to women in the workplace.”
What it means: The so-called “broken rung,” or a lack of opportunities for early career advancement, hasn’t gone away. For every 100 men promoted to manager positions, only 93 women move up. Entry-level women are also far less likely than entry-level men to have a sponsor or support to receive promotions, creating a disadvantage at the beginning of their careers that many never recover from. About two-thirds of workers with a sponsor received a promotion in the last two years, mirroring “external research showing that sponsorship accelerates career advancement, particularly for early career employees.” Employees with multiple sponsors are more than twice as likely to be promoted.
What happens next: The report cites commitment from senior leaders as an important first step, urging companies to take several steps, including ensuring hiring and promotion practices are fair and equitable. It calls for using AI “thoughtfully” in hiring and for performance reviews, including reviewing job postings to ensure language doesn’t prevent those from different backgrounds from even applying. It notes that only a third of employees said they received consistent support from managers in the past year. “Managers play a pivotal role,” one HR leader is quoted as saying. “When they don’t show interest in development or provide guidance, women fall behind disproportionately.”
